About

WHERE WE CAME FROM
We didn’t start out to reinvent the recruitment industry but rather refine it and add value by taking a consultative approach to executive search. We started with the aim of focusing entirely on the customer, steering away from cold recruitment strategies so we could concentrate on our passion – connecting real people.
Situated in a rural setting surrounded by beautiful countryside, we wanted to define a strong team culture by providing the best possible working environment for our employees. Despite the close-knit team we’ve created here, our business spans far and wide, both nationally and internationally.
WHO WE ARE
Our people have always been an integral part of the ever-growing Collingwood family and we surround ourselves with experienced, dynamic professionals. Our ethos is present in everything we do, from finding you the perfect candidate to investing in our own staff. We don’t just sell our values, we practice what we preach - putting all who work here at the heart of everything we do.

Any effective recruitment process aimed at finding, enticing and securing talent that will take your business to the next level should be based on great communication.

It is unlikely that great candidates are queuing up to work for you, therefore the way you engage with them will be a large part of their decision to join you or not.

Think about it, you invest your time researching and then applying for a job and then you have either no communication or sporadic communication from the company, how would this make you feel? Would you feel excited by it? Would it make you think that they really care about you and would you get excited thinking you would relish this level of communication when you join and set out to achieve your career ambitions with them? I am hoping you are saying no.

A recruitment process should be thought about before it is embarked upon, the key stakeholders in it (internal and external) should all understand it and be engaged in it and, therefore a communication strategy should be easy to put around it.

Armed with this detailed plan, filled with achievable dated milestones, it should be easy to provide clarity to candidates at the outset and allow them to understand exactly what they are getting involved in. This will also make communicating with them easy, as you will be aligned with their expectations all the way through the process.

If such a planned process is not possible, then you must also communicate this and then ensure that you maintain regular dialogue with candidates. Even if you have no news it is always good to check in. The way you communicate is reflective of the employer brand you are creating. You can't over communicate either.

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It’s easy to get overwhelmed with the volume of candidates to look after, and for a recruiter that is only one side of the story. Recruiters are also busy keeping hiring managers and HR people apprised of new developments, questions, and issues that arise during the recruiting process.
However, when a candidate has been to a job interview and is awaiting feedback, recruiters can easily fall down on the job. They may tell candidates “When I have news for you, I’ll be sure to let you know,” but that is not good enough.
Candidates need to hear from you whether you have news or not. That is simple human courtesy, but it is also good recruiting practice. You don’t need a candidate to disappear from a recruiting pipeline because they got tired of waiting for you to be in touch!